Human Resources Manager
voestalpine Railway Systems Nortrak, Cheyenne, WY, United States
Human Resources Manager – Cheyenne, Wyoming
The Human Resources Manager is responsible for partnering with plant management leadership to support business objectives through effective people management and overseeing all HR programs, policies, and procedures.
Purpose of Position
The Human Resources Manager will lead initiatives that span safety, quality, on‑time delivery, cost control, people development, environmental stewardship, and regulatory compliance to ensure the plant operates safely, efficiently, and in alignment with Nortrak’s standards.
Safety
Provide leadership and oversight for plant safety initiatives promoting UCARE and a safety‑first culture.
Lead the safety committee and R3 initiatives.
Ensure safety compliance with legal and company requirements.
Respond to workplace incidents by reporting and investigating near‑misses and safety accidents.
Work with Risk Management to liaise with insurance providers and employees to manage workers’ compensation claims.
Quality
Collaborate with plant management to develop job skill matrices.
Maintain skill inventories.
Develop and implement training programs to meet business requirements.
Maintain all records in conformance with Nortrak’s quality system.
Follow all required HR minimum standards as outlined in the HR standard operating procedures.
On‑time Delivery
Manage the recruitment process to meet business requirements.
Respond to internal and external customer requests promptly.
Oversee payroll, benefits, HRIS, and reporting processes to ensure accurate and timely submissions.
Review and maintain time records in the time‑keeping system so hours are captured accurately and within payroll deadlines.
Maintain appropriate employee records in HRIS and time‑keeping systems, ensuring compliance with provincial, state and federal employment regulations.
Ensure the new‑hire process is completed on time and in compliance with employment regulations (e.g., I9 verification), company policies, and HR standard operating procedures.
Cost
Effectively manage health and compensation claims, including return‑to‑work programs.
Identify opportunities to reduce risk exposure.
Gather intelligence on local job market conditions and develop appropriate recruitment and retention strategies.
Minimize recruitment costs.
People
Counsel and mentor employees.
Actively guide local managers and supervisors on employee relations and the administration of Nortrak policies.
Ensure that the application of policies and discipline are fair and equitable.
Administer employee leave policies (e.g., FMLA and disability).
Advise management regarding regulatory and statutory requirements (e.g., EEO, affirmative action, ADA, etc.).
Environmental
Adhere to Nortrak’s environmental procedures, practices and policies.
Extended Tasks & Responsibilities – Recruitment & Selection
Prepare salary approval requests for staff positions and job profiles as applicable for open positions.
Identify appropriate sourcing methods for job vacancies and ensure all jobs are posted via the applicant tracking system.
Utilize the recruiting guide and catalogue of questions to conduct interviews with candidates.
Perform applicable background checks.
Prepare job offers and communicate rejections to unsuccessful candidates.
Ensure affirmative action plan requirements are adhered to in the hiring process.
Performance Management
Counsel supervisors and managers in handling disciplinary and termination matters.
Oversee the employee review process to ensure timely delivery of reviews and overall quality of review delivery by supervisors/managers.
Responsible for wage administration for blue‑collar employees to ensure alignment with wage schedules, performance, and skills requirements, and compliance with company procedures.
Manage attendance through the time‑keeping system and ensure policies are followed and documentation is issued per the attendance policy.
Onboarding and Training & Development Management
Oversee the onboarding process for blue‑ and white‑collar employees to ensure tools and standard operating procedures are effectively utilized by managers/supervisors for successful onboarding.
Provide guidance and counsel to managers/supervisors in developing performance plans to identify training and development opportunities aligned with career potential and interests.
Recommend to corporate and plant management teams guidance and recommendations supporting overall plant succession management.
Termination and Offboarding
Conduct exit interviews in compliance with HR minimum standards.
Process terminations according to termination, benefit and IT checklists.
Education
Four years’ college degree or equivalent in a related discipline is preferred.
HR certification preferred.
Field of Experience
Four years’ college degree or equivalent in a related discipline is preferred.
HR certification preferred.
Five to ten years HR experience in a generalist and manufacturing environment preferred.
Three to five years’ experience at a managerial level.
Demonstrate strong leadership skills to partner with plant leadership team.
Above‑average interpersonal and communication skills, oral and written, ability to work effectively with employees and managers, and convey a positive professional image to applicants and employees.
Ability to maintain the highly confidential nature of human resources work.
Ability to manage difficult situations with employees with a calm demeanor.
Must be computer literate and proficient with Microsoft programs such as Excel, PowerPoint and Word.
Physical Demands
Prolonged periods of sitting at a desk and working on a computer; occasional standing and walking as part of your scheduled shift.
Remain stationary for extended periods and move throughout the building to access files.
Work effectively in a noisy environment.
Ability to lift and move equipment or objects up to 20‑25 pounds occasionally.
Visual requirements include close, distance, color, peripheral vision, and depth perception, and the ability to adjust focus.
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The Human Resources Manager is responsible for partnering with plant management leadership to support business objectives through effective people management and overseeing all HR programs, policies, and procedures.
Purpose of Position
The Human Resources Manager will lead initiatives that span safety, quality, on‑time delivery, cost control, people development, environmental stewardship, and regulatory compliance to ensure the plant operates safely, efficiently, and in alignment with Nortrak’s standards.
Safety
Provide leadership and oversight for plant safety initiatives promoting UCARE and a safety‑first culture.
Lead the safety committee and R3 initiatives.
Ensure safety compliance with legal and company requirements.
Respond to workplace incidents by reporting and investigating near‑misses and safety accidents.
Work with Risk Management to liaise with insurance providers and employees to manage workers’ compensation claims.
Quality
Collaborate with plant management to develop job skill matrices.
Maintain skill inventories.
Develop and implement training programs to meet business requirements.
Maintain all records in conformance with Nortrak’s quality system.
Follow all required HR minimum standards as outlined in the HR standard operating procedures.
On‑time Delivery
Manage the recruitment process to meet business requirements.
Respond to internal and external customer requests promptly.
Oversee payroll, benefits, HRIS, and reporting processes to ensure accurate and timely submissions.
Review and maintain time records in the time‑keeping system so hours are captured accurately and within payroll deadlines.
Maintain appropriate employee records in HRIS and time‑keeping systems, ensuring compliance with provincial, state and federal employment regulations.
Ensure the new‑hire process is completed on time and in compliance with employment regulations (e.g., I9 verification), company policies, and HR standard operating procedures.
Cost
Effectively manage health and compensation claims, including return‑to‑work programs.
Identify opportunities to reduce risk exposure.
Gather intelligence on local job market conditions and develop appropriate recruitment and retention strategies.
Minimize recruitment costs.
People
Counsel and mentor employees.
Actively guide local managers and supervisors on employee relations and the administration of Nortrak policies.
Ensure that the application of policies and discipline are fair and equitable.
Administer employee leave policies (e.g., FMLA and disability).
Advise management regarding regulatory and statutory requirements (e.g., EEO, affirmative action, ADA, etc.).
Environmental
Adhere to Nortrak’s environmental procedures, practices and policies.
Extended Tasks & Responsibilities – Recruitment & Selection
Prepare salary approval requests for staff positions and job profiles as applicable for open positions.
Identify appropriate sourcing methods for job vacancies and ensure all jobs are posted via the applicant tracking system.
Utilize the recruiting guide and catalogue of questions to conduct interviews with candidates.
Perform applicable background checks.
Prepare job offers and communicate rejections to unsuccessful candidates.
Ensure affirmative action plan requirements are adhered to in the hiring process.
Performance Management
Counsel supervisors and managers in handling disciplinary and termination matters.
Oversee the employee review process to ensure timely delivery of reviews and overall quality of review delivery by supervisors/managers.
Responsible for wage administration for blue‑collar employees to ensure alignment with wage schedules, performance, and skills requirements, and compliance with company procedures.
Manage attendance through the time‑keeping system and ensure policies are followed and documentation is issued per the attendance policy.
Onboarding and Training & Development Management
Oversee the onboarding process for blue‑ and white‑collar employees to ensure tools and standard operating procedures are effectively utilized by managers/supervisors for successful onboarding.
Provide guidance and counsel to managers/supervisors in developing performance plans to identify training and development opportunities aligned with career potential and interests.
Recommend to corporate and plant management teams guidance and recommendations supporting overall plant succession management.
Termination and Offboarding
Conduct exit interviews in compliance with HR minimum standards.
Process terminations according to termination, benefit and IT checklists.
Education
Four years’ college degree or equivalent in a related discipline is preferred.
HR certification preferred.
Field of Experience
Four years’ college degree or equivalent in a related discipline is preferred.
HR certification preferred.
Five to ten years HR experience in a generalist and manufacturing environment preferred.
Three to five years’ experience at a managerial level.
Demonstrate strong leadership skills to partner with plant leadership team.
Above‑average interpersonal and communication skills, oral and written, ability to work effectively with employees and managers, and convey a positive professional image to applicants and employees.
Ability to maintain the highly confidential nature of human resources work.
Ability to manage difficult situations with employees with a calm demeanor.
Must be computer literate and proficient with Microsoft programs such as Excel, PowerPoint and Word.
Physical Demands
Prolonged periods of sitting at a desk and working on a computer; occasional standing and walking as part of your scheduled shift.
Remain stationary for extended periods and move throughout the building to access files.
Work effectively in a noisy environment.
Ability to lift and move equipment or objects up to 20‑25 pounds occasionally.
Visual requirements include close, distance, color, peripheral vision, and depth perception, and the ability to adjust focus.
#J-18808-Ljbffr